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Clubs are also companies, and almost all companies will encounter the phenomenon of employees complaining, complaining, unfairness, and spreading negative emotions because of comparisons in salary and benefits.

If it is spread to ten or hundreds of people, it will seriously affect the promotion of the work.

To solve this problem, in addition to establishing a fair and just salary system, we must also adopt the principle of confidentiality and keep the wages of all employees confidential.

Strict companies will fire employees immediately if they are found to be discussing each other's salaries in private.

But how can this kind of thing be prevented?

Zhou Buqi also has such concerns about Manchester United.

If you give high salaries to outstanding people, what about the old employees who have worked in the club for many years? With such a long working experience and such a low salary, it is possible to feel dissatisfied.

But if there is a collective salary increase, the boss will be very reluctant.

Most of the employees have little ability to work.

For example, some of the lawn hoeers at Old Trafford are almost 60 years old. At this age, how can your work efficiency be compared with that of a young man? But expulsion is impossible. We can only wait until he reaches the age limit, and then hold a ceremony to give him an honorable retirement, which represents the values ​​of Manchester United.

In fact, this is all nonsense, just for the grassroots employees and the poor outsiders. It's the same with poor people all over the world, you have to talk to them about feelings.

You have to talk about money with rich people, such as executives like David Gill.

But Zhou Buqi was very dissatisfied with his work performance and was unwilling to receive a substantial salary increase.

Zhu Jun's suggestion is very good.

Split!

Not only the business split, but also the geographical split. Old Trafford is not only the home ground of Manchester United, but also the office headquarters of Manchester United, where all major businesses are located.

The more opportunities we have when working together, the more obvious the sense of unfairness caused by the gap in salary and benefits will be. Establish a subsidiary "Manchester United Commercial", move out and operate independently, and be fully responsible for the commercialization and market expansion of Manchester United Club.

Information gap is a common way to resolve conflicts.

The easiest way to create information gaps is geographical isolation.

At this moment, the whole idea related to Manchester United's reform was opened.

What should we do if we can’t handle David Gill, Ferguson, and those veteran employees with decades of service, and the reform can’t proceed?

Avoid its edge!

Move out, start a new business, and set up another stall!

Zhu Jundao: "As far as I know, throughout European football, the salary of club executives is very low. At the vice president level, it is generally about 600,000 euros. When discussing salary with David Gill's management team, there is no need to A vertical comparison with the Manchester United Commercial subsidiary and a horizontal comparison with other clubs in European football can reflect fairness. On one side is competition and on the other side is business. Those who do sports make money from sports, and those who do business make business. Money, don’t bother each other.”

Zhou Buqi felt that entrusting Zhu Jun with the preparation of the salary system was the right choice. He smiled and said: "Yes, that's how it should be done. The football group... It sounds good to say that they are persistent and sentimental, but it sounds bad to say It's just stubborn. It's right to separate offices so that the new company won't be hampered by them."

Zhu Jun said: "There are bound to be constraints. No matter what kind of commercial expansion, after all, it is inseparable from the team. A middleman is needed to coordinate on both sides."

Zhou Buqi said: "Let San Dezi do it."

With his in-depth understanding of European football and his foresight, he has more knowledge and confidence in Manchester United's reforms, and he has become more comfortable in personnel arrangements.

In his previous life, Santoku was known as a business wizard in European football.

Having been in close contact for a long time, that’s all!

It’s just the bigger one out of the short ones!

In terms of business operation capabilities, he is still far from being a truly world-class talent. This is the feedback given by Focus Media.

Some time ago, because Zhou Buqi wanted to entrust San Dezi with important responsibilities, he took him to Focus Media for research and study.

Unexpectedly, after a week, Focus gave the evaluation as "mediocre".

Depend on!

San Dezi was despised by Jiang Nanchun.

If you think about it more carefully, it makes sense.

Sandoko's current annual salary is only 650,000 pounds. If he really had top business management skills, he would have been poached by someone with a high salary. A vice president of Focus Media, with annual salary, bonuses and options added up, can earn up to 3 million pounds a year.

This is not on the same level at all.

It is not very accurate to use the amount of income to evaluate a person's ability, but it is basically accurate.

Zhou Buqi originally thought that San Dezi could go to Focus Media to study hard and then be in charge of Manchester United's business. Now it seems that his level is not enough.

Manchester United should have higher standards!

San Dezi should serve as the lubricant between sports and business. He has been working at Manchester United for many years and has dealt with David Gill and Ferguson for many years.

As for the business world…

Jiang Nanchun has released his brother-in-law Chen Wenhao, and this person can be focused on training. In addition, it is necessary to recruit real masters of marketing, business promotion, and copyright operations from Hollywood.

The pay will definitely be high.

Deloitte Accounting Firm is very powerful, and Mr. Hardy is an expert in this field, so he handed over a document, "This is the salary system planned by our team for the new company Manchester United Commercial."

Zhu Jun has already seen it.

After Zhou Buqi looked at it, he was slightly surprised.

The planning is very detailed and divided into 20 levels in total. The minimum is £65,000 and the maximum is £4.5 million.

The expected company size is 200-250 people and the total salary is 50 million pounds.

The per capita expenditure is 200,000-250,000 pounds, which is not a low salary.

In the past, the average annual salary of Manchester United employees was 75,000 pounds.

Mr. Hardy continued: “Last year, our gang Ramon implemented a new salary system. I am not in a position to disclose the details, but I can say clearly that the salary they offered to outstanding executives is high enough, even at the vice president level. You can get a salary of 5 million US dollars every year, and the director level is also between 1 million and 2 million US dollars. We have also participated in Pixar’s salary system. That was three years ago. This can be said that their vice president and creative director John Rust’s annual salary reaches $3 million.”

Zhu Jun asked: "Where is the president?"

"That's a lot." Mr. Hardy smiled. "Including bonuses, dividends and stocks, it may be tens of millions of dollars every year."

Zhu Jun twitched the corner of his mouth, "There is no need for such high standards."

Zhou Buqi has a deep connection with Hollywood and said with a smile: "The presidents of Hollywood film companies are all the largest producers, and they can get dividends from the profits of the movies. They can take commissions from the production of 20 or 30 movies a year. This is the biggest one. If you only count management income, it might be about US$5 million."

"What about Manchester United?" Zhu Jun frowned, "What kind of incentive mechanism should Manchester United's business use? Fixed annual salary is definitely not enough."

The mechanism of this traditional industry is different from that of Internet companies.

It’s impossible to give options to Manchester United, right?

Mr. Hardy said with a smile: "It's almost the same, performance commission. Set a performance target every year, increase it to a certain amount, and give a certain proportion of the dividend mechanism. The last three pages give three plans in detail."

Zhou Buqi turned to the end and nodded, "What about the risks? Have they been evaluated? Will excessive salary cause serious losses?"

All reforms have the potential to fail.

"Manchester United Commercial" is a company that has made great strides. If it fails, don't affect Manchester United's main business, otherwise it will have to borrow money again. Manchester United's debts have now been divested, and any future loans must be centered around the renovation of the stadium. Local governments like this kind of infrastructure project very much, so they will cooperate with banks to provide ultra-low interest and long-term loans.

Mr. Hardy said: "No, according to the financial report budget you provided me. Manchester United's revenue this season is 215 million pounds, and the total salary of players and employees is 121 million pounds. After the new establishment of Manchester United Business, the overlapping employee portion will be removed. , the total salary will reach 160 million pounds. Including agent commissions, daily maintenance and management fees, and setting aside 20 million pounds for player salary growth, we can basically break even."

In other words, even if the new company does not make a penny, it will not cause a financial burden to Manchester United. At most, it will just drain the club's profits.

Zhu Jun smiled and said: "This arrangement is quite good. If the Glazer family controls it, Manchester United's profits will be used by them to pay off debts. But we use this money for innovative reforms. Even if it fails, it will not have much impact. ."

Zhou Buqi agreed: "Okay, now that I have decided, I have to give it a try! Football is the number one sport in the world, and Manchester United has such a great brand value, I don't believe it can't be promoted commercially!"

Manchester United's annual commercial overhead may reach 60 million pounds, which is a huge amount of money. You know, the current salary of all Manchester United players, including the adult team, reserve team, youth team, and echelon, only totals 85 million pounds.

However, with Manchester United's brand value, can't they even generate an additional 60 million pounds in commercial income a year?

This is too shabby!

Zhou Buqi is now a shareholder of Marvel, and he has obtained Marvel's financial report for the past year.

Last year, Marvel launched its first self-produced superhero blockbuster "Iron Man" with a global box office of more than 580 million US dollars. From a box-office perspective, this was only a moderately successful movie.

However, this is enough to make Marvel a lot of money!

The North American box office was US$318 million, with a split of US$152 million; the overseas box office was US$266 million, with a split of US$106 million;

Global disc revenue $112 million;

North American TV revenue was US$52 million, and overseas TV revenue was US$65 million;

Derivatives licensing revenue of $74 million;

Total revenue $557 million!

You know, Manchester United's expected revenue this season is 215 million pounds!

Depend on!

I'm in a big trough!

Manchester United, the world's number one sports giant, works hard to operate and play games for a season, but its total revenue is less than half of the revenue of a medium-sized Hollywood movie!

This is so ridiculous!

Too ridiculous to be true.

Therefore, we must recruit high-end talents from Hollywood to develop Manchester United's brand market!

Zhu Jun looked at him, "Have you contacted a headhunting company? Have you found a good person?"

"Well, it's Heidrick and Struggles. Are you free tomorrow? Let's go take a look together?"

"Okay."